Pride in STEM: How is STEM diversifying its workforce?

Amoria Bond has been placing candidates in STEM roles for over two decades. With that experience comes the unfortunate knowledge of discrimination and bias. Sometimes it’s obvious, other times it’s subtle. While times are changing, it’s still important to keep track of progress and encourage more openness, diversity, and inclusion.  

STEM sectors have been notoriously poor at expanding diversity. LGBTQIA+ representation ranks among the lowest in STEM, even when adjusted for population percentages (around 20% less than expected). With a new era of transformative technologies which might just change the way we live, work, and relax, it’s important for STEM to diversify. 

Common harassment and professional devaluation (compared with homogenous peers) are cited as two main reasons why STEM is so unattractive for the community. According to research published in Science Advances, LGBTQIA+ scientists show no differences from their peers in education level, work effort, or job commitment — yet face significantly higher rates of harassment, career limitation, and intention to leave the field (Cech & Waidzunas, 2021). 

Representation is restricted even further since the LGBTQIA+ community is largely excluded from the academic definitions of underrepresented groups. 

Is diversity in STEM improving? 

While the numbers are disappointing for LGBTQI+ specifically, when we look at the wider diversity picture, there is some positivity to cling to. And diversity in any form can have a meaningful impact on a STEM business or project.  

We see it all the time on projects, especially collaborative ones; the strengths coming from a diversity of ideas and lived experiences. That variety of perspectives gives research new life and complex problems niche solutions to test.  

Perhaps that’s the key to unlocking a new wave of diversity within STEM; lying out the strategic, scientific and creative benefits which come from a variety of experiences and expertise.  

Read our article on integrated teams to see another side of diversifying your teams.  

Diversity of Thought in STEM: Why Different Perspectives Drive Better Science 

Research consistently shows that diversity of thought and lived experience are not just ethical imperatives, they are strategic advantages. A landmark study published in PNAS, analysing over 6.6 million scientific papers, found that gender-diverse research teams produced more novel and higher-impact work than their homogeneous counterparts, with benefits observed across all major scientific disciplines over a 20-year period (AlShebli et al., 2022).  

Similarly, a PLOS ONE study of 22 scientific working groups confirmed that team diversity leads to a measurable increase in journal publications and citations, driven by richer interdisciplinary thinking and broader engagement with the literature (Bennett et al., 2022). When scientists, engineers, and technologists bring different life experiences to a problem, they ask different questions; different questions produce more complete answers. 

This represents a profound and measurable loss of talent and innovation potential. As STEM occupations are projected to grow by nearly 11% through 2033 (U.S. Bureau of Labor Statistics), organisations that actively cultivate diverse, inclusive environments — where varied perspectives are genuinely valued — stand to generate more patents, produce more disruptive research, and attract a broader pool of the world's most capable minds. 

Practical solutions to counter bias 

One way to counter those biases in STEM is by curating your CV to avoid bias. Hiring managers and recruiters alike carry conscious and unconscious bias, which can limit applicant's chances of success at the first stages. Navigating bias has become even more complicated nowadays with the introduction of automated CV scanning software. To effectively counter those initial hurdles, applicants need to thoughtfully curate their CVs, limit the bias touch points and emphasis core skills over personality.  

Learn how to counter CV bias here.  

Aside from navigating the gantlet of CV bias, there are few other practical options for LGBTQIA+ community members to begin a career in STEM.  

• Network selectively – link up with other voices who represent you in the field.  

• Understand your rights – some countries offer greater protection than others. But if you are well protected, use your power.  

• Use ERGs - Employee Resource Groups can facilitate mentorship programmes, pairing senior employees with junior ones, and provide a network from which LGBTQ+ employees at all levels can make professional connections.  

Amoria Bond has a long history of supporting both clients and candidates navigate these trends. Overcoming bias and or discrimination is never easy, but with the right help it can become easier. If you’re looking for a role int STEM and want a partner that’ll support you, no matter who you are, schedule a call with us today.  

FAQs 

Why is LGBTQIA+ representation so low in STEM? 

Research points to two main culprits: harassment and professional devaluation. What makes this particularly stark is that LGBTQIA+ scientists show no differences from their peers in education, work effort, or job commitment — the barriers are environmental, not personal. The community is also largely excluded from academic definitions of underrepresented groups, which limits the institutional support available to them. 

Does diversity actually improve STEM outcomes? 

Yes, and the evidence is substantial. A study of over 6.6 million scientific papers found that gender-diverse teams consistently produced more novel and higher-impact research, while a separate study of 22 scientific working groups found that diverse teams published more and were cited more frequently. Different life experiences lead to different questions — and in science, different questions lead to better answers. 

How can LGBTQIA+ professionals protect themselves from bias when starting a STEM career? 

The article outlines a few practical starting points: curating your CV to minimise bias touchpoints and lead with core skills rather than personality markers; networking selectively with others who share or understand your experience in the field; and knowing your legal rights, which vary significantly by country — and using them where protections exist.